All the leadership competence wont mean anything if employees dont trust you. Less than one-quarter of working-age adults in the study said they would offer more ideas and solutions if they felt they could trust their leaders to support them, and one in five would be willing to work longer hours if they could identify leaders they could trust.
In the midst of disruption, employees need career development. But business as unusualactually, life as unusualis what most of 2020 was about.
Corporate universities and in-person training are taking the backseat to digital learning options. According to Corporate University Xchange, the value proposition of the corporate university rests both in what it helps a company avoid (prevent a gap) and in what it addresses due to subpar performance (fill a gap), as well as in building on that which currently is in place (building on strength).
Tonya Harris Cornileus leads ESPNs efforts to attract, develop, and retain diverse talent at all levels. My fate was sealed at that point. I understood the sense of reward that a person can feel when youre helping someone develop and realize their goals, she says.
Learn to effectively manage your daily demands for positive outcomes. Conversely, when we struggle to balance our time, priorities, and distractions, we miss deadlines, produce poor quality work, and experience burnout.
In fact, the 2020 Global Culture Report from O.C. Tanner Institute, a firm specializing in employee recognition and workplace culture, found that 79 percent of employees are suffering from mild, moderate, or severe burnout. The report, a compilation of data from more than 20,000 employees and leaders in 15 countries, includes in-depth research on employee experience, leadership, and teams.
This is a crucial characteristic for anyone in the C-suite. Executive presence is an essential trait for anyone aspiring to reach the ranks of the C-suite.
Major societal forces and business changes require talent development professionals across all industries to adopt new approaches and upgrade skills to keep pace and grow. ATDs research shows that the future of work will require talent development professionals to leverage interpersonal skills, along with their professional expertise, to work as a true business partner to achieve organizational goals.
First, by searching yourself for answers to questions like these: What do you do better than anyone? What are you most proud of?
Learn how others see your actions and use that to grow and change. My great-grandfather started a grocery chain in Kansas about 100 years ago today the stores in Kansas are still called Dillons.
Top execs develop emotional intelligence skills to improve their relationships and make smart decisions. Now imagine you receive final signatures for a major contract just minutes before you have to deliver news of a demotion to a member of your team.
In my zeal to impress my construction client, I had gone rogue. In my mind, I had gone above and beyond my clients expectations by addressing a pressing business issue smartly, independently, and aggressively.
Peruse articles about talent development and youll find that many focus on the war for talent, engagement drivers, and the future of work. The days of talent development professionals being asked to exclusively focus on talent development is coming to an end, and its something to be celebrated.
In some organizations, it is becoming tougher to manage peopleregardless of whether they are employees or contract workers. As more and more high-level, independent workers are staffed on projects, hiring managers are learning that they must follow new rules to manage these gig workers, rules that may not seem intuitive and may even seem harsh.
While looking forward, we cant lose sight of the fundamentals of learning. I have growing concerns that, as talent development executives, we will lose sight of the process while focusing on the outcomes.
Get employees technologically up to speed through hiring, upskilling, and reskilling. Do your employees know how these tools relate to your organizations success?
Succession planning is essential for ensuring business continuity and operations, but research shows that not many organizations actually have formal succession plans in place. In fact, the Association for Talent Developments latest research, Succession Planning: Ensuring Continued Excellence, found that just 35 percent of organizations have a formalized succession planning process.
After a hiatus, midcareer professionals may consider returnships as a way to reenter the workforce. If so, you may want to consider launching a returnship program that taps midcareer professionals who have taken a brief hiatus from their careers to care for dependents.
When it comes to conferences, a better slogan would be, What happens in Vegas should NOT stay in Vegas. Share them when you get back.Sharing what youve learned will not only benefit others in your workplace, it may help you take better notes and stay more organized during the conference.
Negotiating skills can take you far in life and in the C-suite. Do you need to convince a colleague to join forces on a new project?